A Roster System’s Role in Revitalising Australian Hospitality
Millions are being poured into locations around Australia as hospitality and tourism infrastructure projects aim to create thousands of new jobs and improve each city’s economy. But expensive new buildings may not be enough to attract local talent. According to projections from the annual National Skills Week in 2017, waiters, chefs, bar attendants and baristas, cafe and restaurant managers, and event organisers are all in high demand in the industry.
So how can we combat this, get more talent interested in hospitality, and improve retention? One way is for human resources leaders to turn to technology. Employers need to preserve a sense of connectivity between individuals while avoiding fostering an environment that encourages them always to be “on.”
Technology for a new workforce
Why does good use of technology, especially a roster system, matter in hospitality?
It’s well-known that youth populate the industry. Many young people enter the workforce part-time while studying, with hospitality being their most likely choice. However, less and less young people are opting to stay afterwards. In this case, going digital matters—Generation Z’s entrance into the workforce has shown they’re vastly different from millennials, caring even more about technology, diversity, and money.
This is good: Gen Z employees can help solve age-old problems with a new perspective and can push businesses to innovate further. But to hold and keep their attention, you need digital tools. Hospitality businesses need to prove they not only invest in the people they recruit but also in the technology they use.
Benefits of a hospitality roster system
HR technology solutions employed in many companies, unfortunately, don’t centre around the employee experience, but rather management’s. According to SAP researcher Gabby Burlacu, “Their job is not to complete a goal plan or fill out a self-evaluation of their performance, engage in learning and development courses, complete an engagement survey or any of the other HR-type tasks employees are frequently asked to do. But to many employees, it probably feels like HR thinks that is their job.” On an HR professional’s end, it could look like everything they need, organised in one convenient place. On an employee’s end, it could just be a mess.
What people need out of a roster system now isn’t purely business process automation. Technology now needs to substantially improve the employee experience in a people-centric, flexible, and holistic manner, according to Burlacu. If a workforce platform provides this, benefits follow.
Frequent tardiness, although initially small, can add up. In the frontline and shift worker heavy hospitality industry, tardiness can mean not just a wrench in the day’s roster, but loss of profit as well. Even the shortest tardy times can accumulate and impact the bottom line. Using a roster system that accurately tracks time and attendance can identify who these individuals are so that you can address their pain points immediately. Systems also protect your business from time theft with the bonus of saving processing time.
Read more: Should you approve shift swaps at work?
According to HR Technology News, a new Forrester study revealed that tech expenses have increased, but productivity gains usually associated with adopting tech have flatlined. While there’s no doubt proper utilisation of HR technology results in better productivity, instead of just using potential productivity to decide on a technology solution to use, look at overall business effectiveness instead. Software that can facilitate better communication among managers and employees, for example, isn’t necessarily a productivity solution but contributes significantly to improving the work environment.
A proper rostering software has the potential to improve employees’ work-life balance if it allows them more flexibility with their schedule. Plus, if it has the capability, seeing their potential benefits, leaves, and wages in one place gives them an accurate perspective of wages, enabling them to budget more. A roster system that allows for requests for shift swapping and unavailability markers (especially for those studying or attending to other responsibilities regularly) ensures employers don’t overstep.
These are just a few of the benefits technology can provide for the hospitality industry. However, in such a customer-centric industry, HR professionals and hospitality leaders must not overlook how technology should augment and aid the human value of their workforce, and not replace it. Rote, repetitive, and inefficient manual tasks may be streamlined, but ultimately providing the best customer experience through human interaction is what the industry is all about. Making this easier for your employees to achieve will make overall business easier, too.
Tanda’s rostering system integrates seamlessly with other features to streamline workforce management and free up time for core business tasks. Give it a try today. No credit card required.
Awards & Rostering |
How much do full-time staff really cost?
Being in the business of managing staff costs, we often hear people say that casual staff just cost so much more than their full time equivalents. I mean, that extra 25% is a killer, right? Especially for staff who work a fairly consistent schedule each week, it’s almost like free money. For a while there I went along with that, not really giving it much thought. But today the thought struck me – casuals miss out on plenty of benefits afforded to full and part timers, so are they really better off? I decided to investigate further. What follows may surprise you. First – how many days in a year does a full time employee work? Weeks in a Year: 52 Working Days in a Year: 260 So far so good. We’re going to ignore the 1 or 2 days that we’re off by, for the sake of a nice round number. Next, let’s look at this full time employee’s entitlements, in days. Annual Leave: 20 (4 weeks) Personal Leave: 10 (2 weeks) Public Holidays: 10 We’ll assume a 7.6 hour work day and 17.5% leave loading. So how many hours of leave are we paying? Annual Leave – Base: 152 Annual Leave – Loading: 26.6 Personal Leave: 76 Public Holidays: 76 Total Hours of Leave Paid: 330.6 Earlier we calculated how many days of work one can work in a year, now let’s subtract leave taken to get a more accurate figure. Days of Leave Taken: 40 Actual Days Worked in a Year: 220 Actual Hours Worked in a Year: 1672 Divide 330.6 (hours of leave paid) by 1672 (hours worked) and we get 19.77%. Remember, we are comparing this to the 25% loading paid for casual staff. So from this perspective, yes, your full time and part time staff are still cheaper – but only by 5.23%. And even that number is probably on the low side. We ignored long service leave and maternity leave because they are a bit more unreliable. Both they are also costs (or accruals) that can definitely add up! When you take into account the fact that you only have to pay casuals when you need them, it’s easy to see why more and more Australian employers are turning to casual staff. According to the ABS, this has been growing steadily since the 90’s, and today over 1 in 5 jobs in Australia are casual.
Industry Insights |
Change Might Be Coming to Hospitality and Retail Owners
This one is looking at all you Food Produce and Hospitality business owners out there in the Tandaverse. It has been announced that the Senate will launch an inquiry into the Australian Wine Industry. Tanda users in wine country, also known as South Australia, may have already heard South Australian Senator Anne Ruston moved for the inquiry to see if there’s a market failure. This means having a look at that transition from vineyard to restaurant. In true politician style, Senator Anne Ruston says things are going well for the wine industry in Australia, but there may be opportunities we have missed and certain factors going against us. This is all very vague and contradicting. Managers and business owners out there know hearsay is useless for your growth. Facts and numbers are the things most important to you. So what does all this actually mean for you? Well, what is unusual in politics is that it seems all sides of government are for the inquiry. Senate has reported that though the broad-ranging report is still in the process of conception, it would take a look at the power and influence of retailers and wholesalers of Australian wine in domestic and international markets. Not only will it uncover information beneficial to retailers, it’ll examine existing policies like the Wine Equalisation Tax. Though it’s quite apt that the policy is named WET, refrain from wetting your lips to celebrate just yet. Things could be in the process of changing for better or worse. But this is only part of a bigger picture. Free Market Trade agreements are on the table now making it an exciting time for Australian business owners. Tanda, and we’re sure you guys too, are very keen to see how this inquiry unfolds in the near future and beyond.
Product Updates |
New rostering features allows you to get visual with pay rates
This week at Tanda, we’ve launched some exciting new features to give businesses a complete visual breakdown on different pay rates that are applying on the roster. This is a game changer in allowing managers to easily build a fully costed, compliant and optimised work roster. Making it easier to understand the cost of a roster Tanda’s always given you the cost of a roster, broken down by each employee and each day. However, even that doesn’t always make it clear why costs blow out sometimes. This is why we built the roster costing chart. Visible on the costs view of their rosters, it shows a breakdown of each hour of the employee’s roster, showing if the time will be ordinary time or overtime and the cost that it’ll be paid at. With lots of staff on a roster, you’ll see a small preview for each person. We call it the candybar because of how datalicious it looks. You can even sort the list of staff based on this candybar – so you can order rosters based on who has the most complex costing which usually comes from having the most different kinds of overtime. Making it easier to give staff the hours they want We’re tackling these problems from both ends to give you more tools to make great rosters. You can now set the preferred hours that someone would like to work on their employee profile. If you roster someone with a lot more, or a lot less, hours than their preference, you’ll see a reminder on your roster. There’s 10% leeway on either side, which means you don’t need to roster everyone with exactly the number of hours they want – just in the general vicinity. This is a great way of giving staff hours they are happy with, while still maintaining the natural flexibility in hours required for casual employment. Did you know? If you roster a casual for the same hours every week, most Modern Awards include a clause where you need to offer them a permanent contract. Fair Work refers to this as “regular and systematic” rostering. Our goal at Tanda is to make it super simple to build a roster that is both compliant and optimised under your relevant Fair Work Award. If you’re interested in finding out some more information about implementing this in your business check out our rostering or award interpretation pages.